Creating a Truly Inclusive Workplace
Creating a suitable work environment for sensory and social challenges involves understanding and accommodating these key challenge areas for each person individually . Many companies are greatly simplifying and modifying the recruiting and onboarding process . At Platinum Bay , we don ’ t require formal resumes , and our casual interviews reduce anxiety . From our perspective , we ’ re not hiring professional resume writers or professional interview takers . During an interview , Autistic people may avoid eye contact or flap their hands or take longer to answer a question , but none of those things are indicative of a person ’ s capability . Some companies are also adopting a “ show , don ’ t tell ” model of recruitment . Additionally , our entire company works remotely so that people can choose the sensory and social environment that works best for them . At other companies , Autistic people are often provided a workspace away from the main throughways and given the ability to use headphones to listen to music or cancel out external noise . The challenges with politics can be mitigated by being aware of these issues and relationships and working to shield our people from them . The best leaders I have had in my career were experts at protecting their people from the other goings on in the organization so that they could focus on their work , uninterrupted . For executive function challenges , we provide a staff that is fully equipped to understand Autism , its challenges , and how to mitigate them . We use several tools and techniques to meet those challenges , including clear and consistent written directions , coaching , and skills training . Ultimately , it is about getting to know each person as an individual – their strengths and challenges – and how they can be most successful within our organization .
Beyond Neurodiversity
In mid-April , I was invited to attend the Autism at Work Summit in Palo Alto , CA . The Summit was hosted by SAP , Microsoft , EY , and Hewlett Packard Enterprises and was attended by over 50 other companies , non-profits , government organizations and universities . During the three-day Summit , the conversation revolved around planning , building , running , and sustaining Autism hiring programs . As someone actively involved in creating a successful workplace for Autistic individuals at Platinum Bay Technologies , I left feeling inspired and encouraged by the efforts of dozens of organizations and their spirit of collaboration and cooperation that is paving the way for more widespread diversity and inclusion in workplaces around the globe .
As noted by Randy Lewis in his book No Greatness Without Goodness about Walgreen ’ s inclusive hiring program , the benefits of hiring neurodivergent and disabled people reaches far beyond the lives of their Autistic employees . By taking the time to understand and help mitigate the challenges their employees faced , they found that it not only increased productivity and quality and reduced accidents but also made those involved with supporting these efforts better people – better spouses or partners , better parents and better friends . That same sentiment was echoed across the board at the Autism at Work Summit .
“ Ultimately , it is about getting to know each person as an individual – their strengths and challenges – and how they can be most successful within our organization .”
Many of the benefits we find in supporting neurodivergent individuals in the workplace have far broader , if not global , effects on our business operations . The Autistic person , who may be viewed as difficult because they ask a lot of questions , may in fact be highlighting our shortcomings as leaders to effectively communicate in a clear , consistent , and detailed manner . By con-
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ZOOM Autism through Many Lenses